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Compensation Manager Jobs in Kansas (NOW HIRING)

WaterOne

Supervisor-Total Rewards

Lenexa, KS · On-site

Partners with HR leadership and managers on compensation decisions, including offers, promotions, and other adjustments. * Conducts market pricing and benchmarking to ensure competitive and equitable ...

Panasonic

Compensation Analyst I

Olathe, KS · On-site

Working under guidance, the Compensation Analyst I partners with HR Business Partners, managers, and senior compensation team members to help ensure pay practices are competitive, equitable, and ...

Ascend Learning

Sr Compensation Analyst

Leawood, KS · On-site

$80K - $105K/yr

Manage the compensation benchmarking tool, ensuring data integrity and effective utilization for analytics and reporting. Identify and recommend tool features that may enhance Ascend's benchmarking ...

CBCS

Workers Compensation Claims Adjuster

Olathe, KS · On-site +1

$63K - $82K/yr

Workers Compensation Claims Adjuster Location: Work from Home Who says you can't have it all ... Strong organizational and time-management skills. * Proficiency in computer programs, including ...

AIG

Claims Examiner - Federal Workers' Compensation

Lenexa, KS · On-site

$30.75 - $41.75/hr

At AIG, we are reimagining the way we help customers to manage risk. Join us as a Claims Examiner to grow your career at the forefront of Federal Workers Compensation insurance. Make your mark in ...

TVH Parts Holding NV

Total Rewards Manager Americas

Olathe, KS · On-site

$77K - $104K/yr

Manager, Total Rewards - Americas Full-time | Human Resources | Location: Olathe, KS 66062 We are ... Compensation Strategy: Design, implement, and maintain compensation structures, including salary ...

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All JobsCompensation Manager JobsCompensation Manager Jobs in Kansas

Compensation Manager information

See Kansas salary details

$31.7K

$102.3K

$151.2K

How much do compensation manager jobs pay per year?

As of Jun 26, 2026, the average yearly pay for compensation manager in Kansas is $102,322.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,600.00 and $118,200.00 per year, depending on experience, location, and employer.

What Is a Compensation Manager?

A compensation manager is part of a corporate HR team which researches and develops the pay policies in a company. They use research to help determine fair pay scales for all the company employees. Duties include helping the business with recruiting and integrating new employees. At a small company, they might be responsible for all aspects of the pay system, while at a larger company they may have specific responsibilities, such as doing market research or surveying workers.

What jobs pay $2000 a day?

For a Compensation Manager, earning $2000 a day typically requires senior-level experience, specialized skills in compensation strategy, and often a high-level position within large organizations or consulting firms. Such roles may include executive compensation consultants, senior HR directors, or compensation strategists working on complex pay structures, often with advanced certifications like CCP or CECP. These positions usually demand extensive industry knowledge and a track record of managing large compensation programs.

What does a compensation manager do?

A compensation manager develops and manages salary structures, incentive programs, and benefits to ensure competitive and equitable pay practices within an organization. They analyze market data, ensure compliance with regulations, and often use compensation management software to administer pay strategies. Strong analytical skills and knowledge of labor laws are essential for this role.

What is the difference between Compensation Manager vs Compensation Analyst?

AspectCompensation ManagerCompensation Analyst
CredentialsBachelor's degree, often HR or Business; certifications like CCP or CBPBachelor's degree in HR, Business, or related; certifications like CCP beneficial
Work EnvironmentOversees compensation strategies, manages teams, collaborates with HR leadershipAnalyzes salary data, prepares reports, supports compensation programs
Employer & Industry UsageUsed in large organizations across various industriesCommon in HR departments, especially in finance, healthcare, and tech sectors

The Compensation Manager focuses on developing and managing overall compensation strategies, policies, and team leadership. In contrast, the Compensation Analyst primarily conducts data analysis, prepares reports, and supports compensation program implementation. Both roles require similar credentials but differ in scope and responsibilities within the compensation function.

What job makes $10,000 a month without a degree?

A Compensation Manager typically earns a salary that can reach or exceed $10,000 per month, especially with experience and in larger organizations. While a degree is often preferred, some professionals advance through certifications, industry experience, and specialized skills in compensation analysis, HR, or finance. High-level roles in sales, real estate, or entrepreneurship can also generate this income without formal degrees, but they often require significant expertise and effort.

What jobs pay 500,000 a year in the US?

In the US, high-level executive roles such as Chief Executive Officers, Chief Financial Officers, and other C-suite positions often have annual compensation exceeding $500,000, especially in large corporations. Additionally, specialized roles like top investment bankers, certain medical specialists, and successful entrepreneurs can also reach or surpass this income level, often requiring advanced skills, extensive experience, and significant responsibility.

What are the key skills and qualifications needed to thrive as a Compensation Manager, and why are they important?

To thrive as a Compensation Manager, you need expertise in compensation analysis, benefits administration, and compliance, often supported by a degree in human resources or business and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS systems, data analytics tools, and compensation benchmarking software is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you design competitive pay structures and collaborate with stakeholders. These skills ensure fair, data-driven compensation practices that support employee satisfaction and organizational goals.

What are some common challenges Compensation Managers face when designing competitive pay structures?

Compensation Managers often navigate the challenge of balancing internal equity, market competitiveness, and budget constraints when designing pay structures. They must ensure that compensation packages attract and retain top talent while staying compliant with regulations and maintaining fairness across the organization. Additionally, Compensation Managers regularly analyze market data, manage employee expectations, and collaborate with HR and leadership to support organizational goals. These complexities require strong analytical skills, communication, and the ability to adapt to changing market trends.
More about Compensation Manager jobs
What are the most commonly searched types of Compensation jobs in Kansas? The most popular types of Compensation jobs in Kansas are:
What are popular job titles related to Compensation Manager jobs in Kansas? For Compensation Manager jobs in Kansas, the most frequently searched job titles are:
What job categories do people searching Compensation Manager jobs in Kansas look for? The top searched job categories for Compensation Manager jobs in Kansas are:
What cities in Kansas are hiring for Compensation Manager jobs? Cities in Kansas with the most Compensation Manager job openings:
Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Kansas as of June 2026, with employment types broken down into 77% Full Time, 14% Part Time, and 9% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $102,322 per year, or $49.2 per hour.
Supervisor-Total Rewards

Supervisor-Total Rewards

WaterOne

Lenexa, KS • On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 29 days ago

Job description

Description
The Supervisor-Total Rewards is responsible for overseeing and administering key components of WaterOne's total rewards strategy, including payroll, compensation, retirement benefits, and health and wellness programs, along with HRIS administration. Providing leadership, guidance, and development for team members within the Total Rewards function, this role ensures high levels of customer service and responsiveness to employees. With a focus on delivering competitive and sustainable compensation and benefits programs that support employee well-being and other organizational goals, this position is responsible for identifying opportunities for process improvements and operational efficiencies.
Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • Supervises the administration of health and wellness programs, including employee medical, dental, vision, life, and disability insurance. Partners with brokers and vendors to evaluate plan performance and recommend improvements. Supports open enrollment planning, execution, and employee communication. Promotes wellness initiatives that enhance employee engagement and health outcomes.
  • Supervises the administration of WaterOne's retirement programs, which include defined benefit and defined contribution options, ensuring compliance with applicable laws and regulations. Coordinates with plan providers, auditors, and consultants. Places emphasis on employee education and communication regarding retirement benefits and retirement-readiness.
  • Supervises and ensures accurate and timely processing of payroll in compliance with federal, state, and local regulations. Maintains and improves timekeeping and payroll processes, controls, and system functionality. Ensures proper internal controls by reviewing payroll processes for compliance with separation of duties. Supports quarter and year-end processes like reconciliations and W-2 processing. Ensures timely and effective communication to employees regarding payroll and timekeeping processes, deadlines, and changes, including clear guidance on policies and regulatory requirements and how they impact employees.
  • Provides oversight for the administration of leave of absence programs, including FMLA, ADA, and other federal, state, and organizational leave policies, ensuring compliance and consistency. Partners with HR Business Partners, Managers, and third-party administrators in the coordination of leave cases, tracking leave usage, and supporting timely communication with employees and their management regarding eligibility, documentation, and return-to-work processes.
  • Under the leadership of the Manager-Human Resources, supports the design, maintenance, and administration of WaterOne's compensation programs including the development of salary structures and analyzing internal equity to ensure fair and consistent pay practices. Maintains accurate compensation data and documentation, ensures compliance with applicable laws and regulations, and provides reporting and analysis to inform organizational decision-making.
  • Coordinates the annual compensation planning cycle.
  • Partners with HR leadership and managers on compensation decisions, including offers, promotions, and other adjustments.
  • Conducts market pricing and benchmarking to ensure competitive and equitable pay practices. Coordinates participation in compensation surveys.
  • Acts as project lead for a Total Compensation Study (typically every five years) by leading a consultant selection process, partnering with an external compensation consultant, coordinating data collection, facilitating stakeholder input, and supporting implementation of study recommendations.
  • Partners with identified peers in the Legal & Audit and the Finance divisions to exchange best practices, seek guidance when needed, and ensure our payroll, compensation, and benefits programs remain compliant with regulatory requirements and aligned with organizational policies and expectations.
  • Administers and maintains the HRIS in partnership with the Information Technology team to ensure system functionality, data integrity, and security. Coordinates system updates, enhancements, and integrations, including testing and implementation of new features. Troubleshoots system issues and work with IT and vendors to resolve errors and improve performance. Ensures accurate data management and reporting particularly across payroll, compensation, and benefits modules.
  • Oversees the development, maintenance, and continuous improvement of HR standard operating procedures (SOPs), partnering with subject matter experts to ensure accuracy, consistency, and alignment with current practices and compliance requirements.
  • Supports HR programs and employee communications aimed at creating a positive work environment and promoting employee engagement. Serve as brand ambassador at various events, such as career fairs, recruiting events, networking events, HR professional organizations, etc. May be required to represent WaterOne at special events and attend meetings outside regular work hours and location.
  • Updates job knowledge by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations. Attends meetings and seminars to stay current on employment related issues, particularly in the areas of responsibility.
  • Leads and/or participates in special HR and organizational projects, as assigned.
  • Assigns work schedules and tasks to team members; in collaboration with department manager, determines and communicates team goals and priorities. Focused on immediate, daily needs/tasks of the team operations.
  • Formulates and implements tactical work plan. Establishes procedures and oversees team workflows to ensure efficient quality outcomes. Gathers and submits performance reports and metrics.
  • Ensures work performance of team, provides timely performance feedback and coaching, and if necessary, recommends and enforces corrective actions.
  • Completes and performs annual employee performance evaluations and makes recommendations for employee training and development. May deliver training, ensures skill development among direct reports.
  • Conducts interviews and evaluates talent for hire in accordance with WaterOne interview standards. Provides input into hiring decisions for team members.
  • Performs or oversees other leadership and administrative duties such as timesheet approvals, time off requests, training authorizations, and other recordkeeping tasks.
  • Participates in department strategic planning and goal setting to align with the division and organizational strategic plan.
  • Builds relationships with employees and inspires and motivates employees to help them succeed. Promotes a positive and inclusive work environment that fosters a sense of belonging.
  • Makes decisions based on organization and team policy.
  • Addresses inquiries and complaints from stakeholders of team services.
  • Recommends process and workflow improvements, adopts and implements process changes.

Other Duties
  • Serves as a backup to manager or other HR staff, as requested.
  • Supports other HR staff members to help balance workloads and in situations of employee absence.
  • Perform other job duties as assigned.

Customer Service Commitment
WaterOne employees shall continuously strive to meet or exceed the expectations of both their internal and external customers. Questions and concerns shall be acknowledged on the same day whenever possible, but no later than the next business day. Issues shall be resolved as promptly as possible, with the goal of maximizing customer satisfaction.
Supervisory Responsibility
  • Senior HR Generalists
  • Payroll/HR Specialist

Required Education & Experience
  • Bachelor's degree in Human Resources, Business Administration, Health and Wellness Management, Finance, or another related discipline.
  • Six years of combined experience in benefits administration, compensation, payroll, and/or HRIS administration.
  • Three years of benefits administration experience.

Required Knowledge Skills & Abilities
  • In-depth knowledge of benefits administration, compensation practices, and employment regulations.
  • Ability to design, refine, and streamline business processes.
  • Continuous improvement and HR operational excellence knowledge.
  • Proficiency with HR and Payroll systems.
  • Strong planning and organizational skills with attention to detail and accuracy.
  • Ability to analyze data and provide actionable insights.
  • High ethical standards and the proven ability to maintain confidentiality.
  • Ability to handle multiple priorities concurrently, meet deadlines, work collaboratively, be a good problem solver, and exercise good judgment.
  • Excellent written and verbal communication skills, effective listening skills, and effective presentation skills with an ability to tailor based on organizational level.
  • Strong proficiency with Microsoft Office applications including Word, Excel, Outlook, and PowerPoint.
  • Ability to interact effectively with all employees of WaterOne, as well as Board members, applicants, vendors, and other customers and stakeholders. Excellent interpersonal skills.
  • Ability to comply with goals and objectives, meet deadlines, and handle a variety of responsibilities with minimal supervision.
  • Ability to successfully complete a pre-employment drug screening and background verification in accordance with WaterOne standards.

Preferred Qualifications
  • Three years of supervisory experience that includes some experience with employee performance reviews and coaching and managerial administrative tasks like timekeeping approvals.
  • Professional HR, Compensation, or Benefits certification, such as one or more of the following: CCP, CBP, CEBS, PHR, SPHR, SHRM-CP, or SHRM-SCP.

Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee may occasionally lift/or move up to 5 pounds occasionally and 10 pounds rarely. This position would rarely require the toleration of noise levels that are generally minimal but may be excessive for brief periods of time (hearing protection is provided).
The employee must be able to remain in a stationary, standing and/or sitting positions for up to several hours a day. They must be able to constantly operate a computer and other office productivity machinery, such as a copy machine, telephone, and computer. They must also be able to move from one location to another. The employee must possess specific vision abilities required for this job including close vision, distance vision, color vision, depth perception, ability to distinguish colors, and ability to adjust focus.
Work Environment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The work environment for this position is a typical office setting. Employees will be expected to work in a professional office environment that includes tasks performed at a desk, using standard office equipment such as computers, phones, printers, and filing systems. The noise level in the office work environment is usually minimal except when less frequently working the field or production environment.
WaterOne provides a total compensation package that includes:
  • Competitive base pay
  • Medical, dental, vision, life, AD&D, and LTD insurance
  • Flexible spending account
  • Company funded Cash Balance Plan
  • Company match Defined Contribution Plan
  • Comprehensive wellness program
  • Educational assistance program
  • A variety of other benefit programs and activities

Equal Opportunity Employer
WaterOne is an equal opportunity employer and upholds a non-discrimination policy. We prohibit discrimination on the basis of race, national origin, gender, sexual orientation, religion, disability, age, military status, or marital status in making employment and business decisions. We also prohibit harassment and retaliation in the workplace and in our dealings with the public. We encourage and welcome diversity of backgrounds in our workforce. WaterOne complies with the Immigration Reform and Control Act (IRCA).
Complete job description is available upon request and will be provided during the selection process.

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